Labor Agreement. between

Labor Agreement between Harvard University and I.U.O.E. Local 877 I.B.E.W. Local 103 Plumbers and Gasfitters Local Union No. 12 New England Regional Council of Carpenters Local 51 Effective December 8, 2010 - December 7,2015

Table of Contents ARTICLE 1 Recognition of the Union... 1 ARTICLE 2 University Students... 2 ARTICLE 3 Union Membership... 2 ARTICLE 4 Probationary Period... 3 ARTICLE 5 Check-Off... 3 ARTICLE 6 Work Schedules... 3 ARTICLE 7 Overtime and Premium Pay... 4 ARTICLE 8 Travel... 6 ARTICLE 9 Vacations... 7 ARTICLE 10 Holidays... 8 ARTICLE 11 Occupational Safety and Health... 9 ARTICLE 12 Accident Pay... 9 ARTICLE 13 Personal Illness or Injury... 10 ARTICLE 14 Excused Absences and Leaves... 11 ARTICLE 15 Layoff and Recall... 12 ARTICLE 16 Job Openings... 12 ARTICLE 17 Pension Plan... 15 ARTICLE 18 Benefit Plans... 15 ARTICLE 19 Joint Apprenticeship and Training Committee... 16 ARTICLE 20 Stewards... 16 ARTICLE 21 Miscellaneous... 17 ARTICLE 22 Training... 17 ARTICLE 23 Management Rights... 17 ARTICLE 24 Grievance Procedure... 17 ARTICLE 25 Arbitration... 18 ARTICLE 26 Light Duty Program... 19 ARTICLE 27 Family and Medical Leave Act (FMLA)... 20 and Massachusetts Small Necessities Leave Act (MSNLA) ARTICLE 28 Discipline... 21 ARTICLE 29 Legal Conflicts... 22 ARTICLE 30 Total Disability Plan... 22 ARTICLE 31 Wages... 22 ARTICLE 32 No Strikes or Lockouts... 27 ARTICLE 33 Duration and Amendment of Agreement... 27 Signature Page... 28 Side Leters and Memoranda... 29 INDEX... 44

This AGREEMENT, effective December 8, 2010, is by and between the President and Fellows of Harvard College (hereinafter called the "University") and the International Brotherhood of Electrical Workers Local 103, Plumbers and Gasfitters Local Union No. 12, New England Regional Council of Carpenters Local 51, AFL-CIO, and Local Union 877, International Union of Operating Engineers, jointly, (hereinafter called the "Union"). It is the desire of both the University and the Union to work together to maintain mutually satisfactory conditions of employment and in that undertaking to act in a way beneficial to the preservation of harmonious relations. To this end the parties agree as follows: ARTICLE 1 Recognition of the Union 1.1 The University recognizes the Union as the exclusive representative for the purposes of collective bargaining for all hourly-paid employees of the University employed in the job classifications set forth in Article 31 of this Agreement, henceforth referred to as the bargaining unit. The University agrees that it will not hire casual employees, defined as short term (less than 90 days) employees without benefits, to perform work covered by the classifications listed in this Agreement. EXCLUDED are the following: All persons employed in a supervisory capacity, casual employees and students, and all other employees of the University. 1.2 The terms listed below shall be defined as follows: a. "Employee" Employees covered by this Agreement. b. Job Classification Specific job titles and associated wage rates as set forth in Article 31. c. Classification Category Similarly considered job classifications, as set forth in Article 31, with applications limited to Article 15 and the Passenger Transport Services Memorandum of Agreement. d. Crew Employees reporting to a common location for work assignments and supervision. e. Work Group Internal management organization responsible for the day-to-day oversight of employees. Identified as either Facilities Maintenance Operations or Central/Utilities. f. Bargaining Unit Seniority - The length of continuous service in the bargaining unit from the most recent date of employment. g. Term Employee An employee hired with a written and explicit understanding of a defined term of employment of up to two years. The Union will be notified of any extensions of employment, up to the two year maximum. Employment may be ended at any time during the term due to changes in the staffing needs of the University. Term 1

employees will only receive layoff and recall rights after they have completed twelve (12) continuous months of service in the bargaining unit. Term employees shall receive all other benefits and be covered by all other provisions of this Agreement, unless expressly modified herein. h. Permanent Employees Benefited employees in permanent positions or any employee with more than three years of service. Permanent employees with less than three years service are subject to layoff. ARTICLE 2 University Students This Agreement does not apply to students attending the University who may at the discretion of the University be employed at any time and from time to time to perform any work for the University as a means of earning part of their expenses while studying at the University. ARTICLE 3 Union Membership 3.1 Each employee who was a member of the Union on the effective date of this Agreement shall, as a condition of employment, remain a member in good standing for the duration of this Agreement. Each employee who was not a member of the Union on the effective date of this Agreement shall, as a condition of employment, become a member of the Union on the thirtieth day following the effective date of this Agreement and thereafter remain a member in good standing for the duration of this Agreement. Each employee who after said date enters the bargaining unit covered by this Agreement shall, as a condition of employment, become a member of the Union on the thirtieth day following the beginning of such employment and thereafter remain a member in good standing for the duration of this Agreement. If this Agreement is executed subsequent to its effective date, the words "execution date" shall be substituted for "effective date" in this section 3.1. 3.2 For purposes of this Agreement, an employee shall be regarded as a member of the Union in good standing if the employee shall have tendered the periodic dues and the initiation fee uniformly required as a condition of acquiring or retaining membership. This Article shall not apply to any employee if membership in the Union is not available to the employee on the same terms generally applicable to other members or if membership is denied or terminated for reasons other than the failure of the employee to tender the periodic dues and the initiation fee uniformly required as a condition of acquiring or retaining membership. 3.3 The Union agrees that it will not discriminate with respect to Union membership on the basis of race, color, religion, national origin, sex, age, handicap or veteran status. The University agrees that it will not discriminate with respect to 2

employment on the basis of race, color, religion, national origin, sex, age, handicap or veteran status. 3.4 The University agrees to keep the Union informed of all employees added to or separated from the bargaining unit by sending to the Union periodically a list of those hired, transferred and terminated. When new or additional employees are needed, the University shall advise the Union. 3.5 If any employee is in default of obligations under this Article and such default continues for ten (10) days after the receipt of written notice thereof by the University from the Union, the University shall discharge such employee. ARTICLE 4 Probationary Period 4.1 A new employee will be in a probationary status for three (3) months from the date of employment. During this period, employment may be discontinued at the sole discretion of management. 4.2 The University may, at its option, extend the probationary period for an additional three (3) month period by notice to the employee, with a copy to the Union, prior to the end of the first three months of employment. This notice shall state the reasons why the probationary period is being extended. ARTICLE 5 Check-Off 5.1 During the term of this Agreement the University will deduct, on a prorated weekly basis the initiation fee (if any) and the current regular monthly membership dues for that month from the weekly wages of each employee who individually and voluntarily authorizes such deductions in writing in a form acceptable to the University. The amount of the initiation fee and of the regular monthly membership dues of each such employee shall be certified in writing to the University by the Business Agent or the Business Manager of the appropriate Union. No deductions shall be made on account of assessments, fines, or back dues. 5.2 The University will pay the amounts so deducted each month to the Union as instructed by the Business Agent or the Business Manager of the appropriate Union. ARTICLE 6 Work Schedules 6.1 The normal workweek is forty (40) hours, consisting of five (5) days with two (2) consecutive days off. A day s work (workday) shall be constituted of either: 3

Eight (8) continuous hours, inclusive of a one half (1/2) hour paid meal period ( Straight Eight ) or Eight (8) continuous hours, exclusive of a one half (1/2) hour unpaid meal period ( Eight and One-Half ). The normal workday for each job classification shall be identified in Article 31. 6.2 The starting times for employees other than Passenger Transport Drivers shall be established within the following time periods: Shift Normal Starting Time Starting Time Range First 7 a.m. 6 a.m. 10 a.m. Second 3 p.m. 2 p.m. 4 p.m. Third 11 p.m. 10 p.m. 12 a.m. At the option of the University, employee starting times may be adjusted within each of the above defined starting time ranges. Adjusted starting times shall be established solely for the purpose of meeting operational needs. The University shall notify employees at least seven (7) days prior to any change in starting times or work schedules. Such schedule changes shall be at least four (4) consecutive weeks in duration. This paragraph does not apply to a change in starting time within the same shift caused by reassignment to a crew that has different regular work schedules. The four (4) consecutive week schedule change minimum does not apply to vacation relief schedules. Such schedules may be changed with forty-eight (48) hours advance notice. All vacation relief position postings will be filled on a seniority basis in accordance with Article 16.2 of this Agreement. 6.3 Starting times or work schedules, other than those specified above shall be mutually agreed upon by the University and the Union. 6.4 Payroll calculations are made on the basis of the week beginning at 12:01 a.m. on Sunday and ending at 12:00 p.m. on the following Saturday. The payroll day runs from midnight to midnight. ARTICLE 7 Overtime and Premium Pay 7.1 Time worked in excess of eight (8) hours per day or forty (40) hours per week shall be paid at the rate of time and one-half. The supervisor may schedule overtime work at any time on a reasonable basis. 7.2 If an employee s five (5) regularly scheduled work days in a work week includes Saturday and/or Sunday, such employee shall receive a weekend premium of fifty cents ($.50) per hour for all hours worked on such Saturday and/or Sunday. 4

7.3 Any employee who is required to work on one or both days other than his/her five (5) scheduled work days in a work week shall be paid for such work: (i) At the rate of time and one-half for the first such other day s/he works in a work week and (ii) At the rate of double time for the second such other day s/he works in a work week. However, these premiums shall not apply if such work results from change in his/her regularly scheduled workweek and if s/he receives at least seven (7) calendar days notice of such change. The University need not award or assign overtime to someone who would be entitled to and qualified for double time if someone is available and qualified at time and one-half. 7.4 If an employee performs overtime work on Sunday s/he shall be paid at the rate of double time for such work. Such provision shall not apply to absence coverage of any regularly scheduled shift. 7.5 For the purposes of Sections 7.2 and 7.3, a continuous work shift that cuts across midnight shall be considered as worked on the day on which the greater part of the shift occurs. If the shift is equally divided between two (2) days, such shift shall be considered as worked on the day on which it begins. 7.6 An employee, whose regular shift begins no earlier than 2:00 p.m. or later than 4:00 p.m. shall receive a shift differential of eighty-five cents ($0.85) per hour for all hours worked on such shift. An employee whose regular shift begins no earlier than 10:00 p.m. or later than 12:00 p.m. midnight shall receive a shift differential of one dollar and forty-five cents ($1.45) per hour for all hours worked on such shift. Any employee who is regularly scheduled to work two or more different shifts, as defined in Article 6.2, in a work week shall receive a shift differential of one dollar and forty-five cents ($1.45) per hour for all hours worked in the scheduled work week. 7.7 For those employees who are regularly assigned to a shift for which they receive a shift differential as provided in Section 7.5, such shift differential shall be included in the computation of holiday pay, vacation pay, accident pay, sick pay, and pay for excused absences because of death in the immediate family, jury duty, service as a witness and two weeks annual military reserve training, all as provided in this Agreement. Weekend premiums as provided in Section 7.2 shall not be included in the computation of any such benefits. Shift differentials and weekend premiums shall, however, be included in determining an employee s regular rate for the purposes of computing daily or weekly overtime. 5

7.8 Official overtime lists approved by the University and the Union shall be established to identify all bargaining unit members by both job classification and crew. The burden of overtime shall be divided equally insofar as practicable by job classification within a crew. Once the crew list has been exhausted overtime will be offered to all employees within that job classification. Job classification overtime lists and crew overtime lists will be posted weekly insofar as practicable and each employee will have twenty-four (24) hours to dispute the accuracy of the lists. Employees may request in writing to be removed from such overtime lists. All overtime lists shall be zeroed out each November 1. 7.9 There will be no pyramiding of overtime pay, holiday pay, or premium pay. 7.10 In the case of overtime requiring an employee to work continuously for more than six (6) hours after the end of the employee's last meal period, twenty (20) minutes with pay shall be allowed for meal time, exclusive of traveling time. 7.11 An employee who, because of a call-in or prior notification, returns to work after leaving the physical facilities of the University, with more than two (2) hours before his/her next regular shift, will be paid for no less than four (4) hours at the applicable rate. An employee will not be sent home early from his/her regular shift to avoid the payment of overtime. ARTICLE 8 Travel 8.1 An employee who, on any given day at the request of the University, uses a private motor vehicle, including an employee who makes an extra trip to the University as a result of being called back to work, shall receive the Internal Revenue Service (IRS) standard mileage rate per mile. The minimum mileage payment shall be no less than the calculated rate for ten miles for that day. No employee shall be required to use a private motor vehicle as a condition of employment. 8.2 Payment will be made for time spent in travel required by the Department on authorized out-of-town trips that do not require an overnight stay. If a trip requires an employee to remain away overnight, reasonable arrangements will be made applicable to that trip. 6

ARTICLE 9 Vacations 9.1 Employees will accrue vacation pay on a monthly, prorated basis in accordance with the following schedule: (1) Employees with less than five years of continuous service will accrue paid vacation at the rate of 10 days per year. (2) During the fifth year of continuous service, employees will accrue paid vacation at the rate of 15 days per year. (3) During the tenth year of service, employees will accrue paid vacation at the rate of 20 days per year. (4) To recognize and reward long service, an employee who completes 25 years of total service with the University is entitled to an extra twenty days of vacation during the year following his/her anniversary date, to be repeated every fifth year thereafter. The extra twenty days is not accrued as is normal vacation and is kept in a separate bank apart from the annual carryover bank referenced in this section. Employees with less than 10 years of service may maintain a rolling balance of up to twenty (20) vacation days. Once the employee accrues 20 days of vacation time, he or she will no longer be eligible for vacation accrual until the 20 day balance is reduced. Employees with 10 or more years of service may maintain a rolling balance of up to forty (40) vacation days. Once the employee accrues 40 days of vacation time, he or she will no longer be eligible for vacation accrual until the 40 day balance is reduced. 9.2 If an employee was laid off for lack of work but had served eight (8) months or more in that year, it shall be allowed as one (1) year of continuous service. 9.3 Employees leaving the University shall receive their accrued vacation pay. 9.4 Vacation pay is to be computed on the basis of the individual's normal weekly earnings. (See Article 7.6) 9.5 Vacation allowances must be used at such time as the work of the Department permits. 9.6 So far as possible, first choice of vacation periods shall be given to the employees in order of seniority in their job classification. 9.7 So far as possible, an employee who is entitled to three weeks' vacation will be allowed to take those weeks consecutively, on alternate years. First choice for the three consecutive week period shall be given to the employees in order of seniority in their job classifications. 7

9.8 Except in an emergency or unless given thirty (30) days' notice, an employee who has been assigned a vacation period shall not have that period changed without the employee's consent. In any event, an employee who is informed his or her vacation is being changed with less than thirty (30) days' notice, and who has made a non-refundable deposit in connection with the vacation, will be permitted to take the vacation as originally scheduled or be reimbursed the amount of such deposit. 9.9 At least one member of the Landscaping Service s crew composed of Property Maintenance Workers (I & II) and Horticulturists will be granted vacation, subject to management approval, during the period October 1 through March 31 of any calendar year. Vacation requests will be granted in as equitable a manner as possible, and seniority will be taken into consideration in the event two or more crew members have requested the same vacation periods. ARTICLE 10 Holidays 10.1 Recognized holidays are as follows: Independence Day Labor Day Columbus Day Veterans' Day Thanksgiving Day after Thanksgiving One Floating Holiday One Half-day holiday Christmas Eve Christmas New Year's Day Martin Luther King Day Washington's Birthday Memorial Day Legal holidays in Massachusetts which fall on a Sunday are observed on the following Monday. For all administrative purposes, a holiday shall be determined to occur on the day on which it is actually observed, except that January 1, July 4, and December 25, will be the dates on which New Years' Day, Independence Day and Christmas are observed for employees other than those whose regular schedule is Monday through Friday. 10.2 For each of the above holidays, an employee shall receive straight-time pay for the number of hours in the employee's regularly scheduled working day at the time of the holiday. For employees on leave of absence or layoff, this provision does not apply to holidays falling within such periods. Unexcused absence on the holiday (if required to work) or on the workday before or after the holiday will result in forfeiture of holiday pay. 10.3 If an employee works on any of the holidays listed, the employee shall receive time and one-half (1 ½) the hourly rate for all hours worked during the employee's regular work schedule, and double the hourly rate for all other hours worked. In addition, the employee shall receive pay as provided in paragraph 10.2 above. 8

10.4 Scheduling of the floating holiday may be done in the following manner: First, employees wishing to schedule the floating holiday far in advance shall, by the first working Monday in March, submit their requests, in writing, to their immediate supervisor. In this situation, the choice of a particular holiday shall be given to the employees in order of seniority in their job classification, subject to the University's work requirements. Second, employees who prefer to schedule their floating holiday after the first working Monday in March must secure approval from their supervisor at least two (2) weeks in advance. In this situation, the choice of a particular holiday shall be given to the employees in the order in which the requests are received, subject to the University's work requirements. 10.5 Employees shall receive paid time off for the four Winter Recess days recognized by the University in addition to the Christmas and New Year s Day holidays. The University may require employees to work on such Winter Recess days. Employees required to work on such days shall have the option to receive double his/her hourly rate for each hour worked on such day or personal time to be used by June 30 th of the current fiscal year. Such determination must be made at the time the employee works the recess days. ARTICLE 11 Occupational Safety and Health The University shall continue to make reasonable provisions for the safety and health of its employees during their hours of employment. Protective devices and clothing, if necessary, and other equipment necessary to properly protect employees from injury due to job hazards shall be provided by the University in accordance with applicable standards of safety. The University shall reimburse employees up to $45.00 for safety shoes in accordance with its policies ARTICLE 12 Accident Pay 12.1 The University will provide compensation for incapacity due to industrial accidents at least equal to that required under the laws of The Commonwealth of Massachusetts. In all bona fide cases, the University will provide a supplement which yields a total payment equal to the current weekly wage for the first three (3) weeks of absence, and three-quarters (3/4) of the current weekly wage for such period thereafter as the University may reasonably find appropriate under the circumstances of the particular case. 12.2 Employees hired after October 20, 2000, shall be granted one month of job protected leave as a result of illness or injury for each month of service not to exceed a maximum of six (6) months. After five (5) or more years of service, employees shall be granted up to twelve (12) months of job protected leave as a result of illness or injury. 9

ARTICLE 13 Personal Illness or Injury 13.1 Any employee injured at work who is required to seek medical services during the work day of the injury shall not be charged sick leave and shall be paid for the day. 13.2 Employees will be credited with one-half day of sick leave per month. Employees who have completed three (3) years of service will be credited with one day of sick leave per month. All employees may use up to six (6) sick leave days per year for care of ill dependents. Employees who use six (6) or less sick leave days per fiscal year can bank their unused sick leave days for such year. Sick leave days can be accumulated to a maximum of fifty-five (55) days. Employees must use their accumulated monthly sick leave prior to using their banked sick days. 13.3 If one of the paid holidays occurs during the period in which an employee receives sick pay, the employee will be paid for the holiday and the day will not be charged to the employee's sick pay allowance. 13.4 For the purposes of this monthly accrual calculation, a new hire who begins work on or before the 16 th of the month will receive a full month s sick leave credit; a person who begins work after the 16 th of the month does not receive sick leave credit for that calendar month. 13.5 Once an employee has been hospitalized or absent in excess of ten consecutive work days as a result of a serious non-work related illness or injury which is anticipated to be for an extended period of time, s/he shall be eligible to apply for Short Term Disability (STD). Once approved, an employee with less than seven (7) years of regular University service will be paid seventy-five percent (75%) of his/her regularly scheduled weekly wage; an employee with seven (7) or more years of regular University service will be paid one-hundred percent (100%) of his/her regularly scheduled weekly wage. 13.6 If an illness or disability is later determined to be compensable under the Workers Compensation Act, the University will credit any sick or short term disability benefits paid against any benefits found to be payable under the Workers Compensation Act. 13.7 Employees who have filed a Workers Compensation claim shall be eligible to use any available sick leave or (STD) if the claim is denied. 10

13.8 Sick leave is a benefit that is intended to provide paid coverage to employees who experience personal illness or injury that prevents them from reporting to work. The University reserves the right to require reasonable proof of illness or injury as a condition for the payment of sick pay. ARTICLE 14 Excused Absences and Leaves 14.1 Absences of up to three (3) days may be excused and pay allowed during absence because of death in the immediate family. Immediate family shall mean father, mother, wife, husband, qualified domestic partner, children, brother, sister, mother-in-law, father-in-law, or close relatives living in the employee's immediate household. Nothing in this article shall prohibit management from extending the length or terms of such absence as a result of extenuating circumstances. 14.2 Difference in pay will be allowed when an employee is absent from work for the following reasons: 1. Service as a witness as a result of a subpoena in a court case to which the employee is not a party. 2. Two weeks' annual military reserve training. 14.3 An employee will receive his/her regular pay when absent from work because of jury duty. 14.4 In order to obtain the difference in pay between that received for such services and the employee's regular pay at the University, the employee must give his/her supervisor as much advance notice as possible. 14.5 The employee is expected to report for duty for all or part of any days which are not occupied in such service. 14.6 Employees hired on or before October 20, 2000, shall be granted up to twentyfour (24) months of job protected leave as a result of illness or injury. 14.7 Employees hired after October 20, 2000, shall be granted one month of job protected leave as a result of illness or injury for each month of service, not to exceed a maximum of six (6) months. After five (5) years of service, employees shall be granted up to twelve (12) months of job protected leave as a result of illness or injury. 11

ARTICLE 15 Layoff and Recall 15.1 If the University should decide to lay off employees who have completed their probationary period, employees in the affected classification category with the least seniority shall be the first to be laid off, subject to the condition that the remaining employees must have the ability to perform the required work in a satisfactory manner. If classification category seniority is equal, University seniority shall govern. 15.2 An employee with ninety (90) days or more of continuous employment who is laid off for an indefinite period of time (as distinguished from discharge) shall have at least two (2) weeks' notice or be given two (2) weeks' pay instead of notice. 15.3 For purpose of recall, the last employee laid off shall be the first recalled, by affected classification category, provided that the employee has the necessary skill and ability to satisfactorily perform the requirements of the position to which the employee is being recalled. No new employees shall be hired until the recall list of employees has been exhausted according to the preceding sentence. 15.4 An employee on layoff will retain recall rights for a period of time equal to his/her bargaining unit seniority but in no case will the recall rights be less than twelve (12) months nor more than twenty-four (24) months. 15.5 An employee who is laid off from his or her regular position and finds another position within the University shall be entitled to the same recall rights provided in Articles 15.3 and 15.4. 15.6 Layoffs of less than two (2) years shall not be considered as breaking continuity of service, but the period of such layoff shall not be credited to the employee's University, job classification, classification category, or bargaining unit seniority. 15.7 Notice of recall will be sent by certified mail to the last known mailing address furnished in writing by the laid off employee. The employee must respond to the recall notice within seven (7) calendar days or forfeit all recall rights. ARTICLE 16 Job Openings 16.1 Postings of all open jobs will identify the job classification, hours of work, wage rate, shift, days off, shift differential (if applicable), and the work group. For informational purposes only, the initial crew assignment shall also be identified. Probationary employees are not eligible to bid for job openings. 12

16.2 When there is an opening within a job classification on a different shift (meaning the first, second or third shift with particular days off) or in a different work group, job classification seniority shall govern among qualified employees who bid for the job. If job classification is equal among qualified employees who bid for the job, then group seniority followed by bargaining unit seniority then University seniority shall govern. This paragraph does not apply to assignments with particular hours within the first, second, or third shift or the choice of work assignments within a given shift or work group, since such assignments are determined by management. This paragraph does not apply to Working Forepersons. 16.3 When an opportunity for a promotion to a job with the same or higher wage rate occurs, excluding Working Foreperson openings, bargaining unit seniority shall govern among employees who apply and are equally able and qualified to perform the open job. The first ninety (90) days of an assignment to a new job classification shall be considered to be probationary. An employee who is not performing satisfactorily during this probationary period shall be returned to his/her former job classification. Probationary employees are not eligible to bid on open jobs. 16.4 Job assignments, including the determination of appropriate crews, within each of the work groups described in Article 1 will be made by management. These job assignments and changes in them, including changes in the crews, will not be subject to the grievance procedure. Employees may, however, request in writing a change in job assignment within a work group and such request will not arbitrarily be denied. Management's denial of a request for a change in job assignment will not be subject to the grievance procedure. Employees may, however, appeal a denial of a request for a change in job assignment, or a change in his/her crew assignment, to a committee consisting of a Union representative and a management representative. If the two-person committee is unable to agree, they will select a third member of the committee. 16.5 Job openings described in paragraphs 16.1, 16.2, and 16.3 will not be awarded to someone not covered by this Agreement unless there is no qualified applicant from within the bargaining unit. Management will notify the Union prior to awarding such a job opening to someone not covered by the Agreement. 16.6 Temporary filling of jobs (including appointment of an Acting Working Foreperson) for a period not to exceed ninety (90) consecutive days shall not be subject to the defined bidding procedure. 16.7 Subject to paragraph 16.5, a Working Foreperson opening shall be awarded to the most qualified applicant as determined by management. 16.8 During the first six months of service, a Working Foreperson will be returned to his/her former job classification if s/he is not performing satisfactorily. 13

Management s determination that a Working Foreperson is not performing satisfactorily will not be subject to the grievance procedure. After six months of service, management's determination that a Working Foreperson is not performing satisfactorily will be subject to the grievance procedure. However, if the determination is based upon a complaint or complaints from a University department or faculty, management s determination shall govern unless it can be shown that the complaint or complaints were arbitrary or capricious. A Working Foreperson whose position is eliminated will be returned to his/her previous job classification. A Working Foreperson whose position is eliminated will have recall rights back to that position for one year. 16.9 The elimination of a Working Foreperson position is not a layoff within the meaning of Article 15 or the side letter dated May 24, 1990, as amended. 16.10 If an opening in a job classification on a particular shift or work group is posted but there is no bid by an employee in the job classification who is able and qualified to perform the open job, management may assign to that opening the most junior employee in the job classification who is able to perform the job. Such employee shall receive seven (7) calendar days notice of the assignment. 16.11 A job opening that is not filled within ninety (90) days from the first day it is posted shall be rebid prior to being filled unless the Union and the University agree otherwise. 16.12 Information about all job openings in the bargaining unit will be posted on the appropriate bulletin boards for at least seven (7) calendar days before action is taken. Upon request, a list of applicants will be available for study by the Union prior to the University awarding the job. 16.13 Job classification seniority shall govern among electricians who bid on a High- Tension opening and who are equally able and qualified to perform the open job. Electricians will only be eligible to bid on a High-Tension opening if they have been pre-qualified based upon standards previously established by the Union and the University. The denial of a bid for a High-Tension opening will not be subject to the grievance procedure. The electrician may, however, appeal such a denial to a committee consisting of a Union representative and a University representative. If the two-person committee is unable to agree, they will select a third member of the committee. 16.14 An employee reassigned to a different crew within the same Work Group for a period of more than ninety (90) consecutive days will be given seven (7) calendar days notice of the change. 14

ARTICLE 17 Pension Plan 17.1 Effective December 1, 2000, employees represented by the Union, with the exception of eligible employees who elected to remain in the Harvard University Retirement Plans ( Electing Employees ) and employees who were on long-term disability on December 1, 2000, shall participate in the Central Pension Fund of the International Union of Operating Engineers and Participating Employers (the Fund ). 17.2.1 Effective December 1, 2000, Union-represented employees shall not receive additional service credit, compensation recognition, or financial contributions for purposes of determining an individual s retirement benefit under the University Retirement Plans. Union-represented employees hired on or after December 1, 2000 are not eligible to participate in the University Retirement Plans. 17.3 Effective July 1, 2005, the University will contribute an amount equal to nine (9%) percent of the "eligible compensation of each participating Unionrepresented employee and effective July 1, 2007, the University will contribute an amount equal to nine and one-half (9.5%) percent of the eligible compensation for such represented employees. In the event a Unionrepresented employee becomes disabled (as defined under the Universitysponsored disability plan) after July 1, 2005, until the employee either ceases to be disabled or retires (whichever is earlier), the University shall continue to make contributions to the Fund on his/her behalf based upon the eligible compensation he/she was receiving at the onset of the disability. The University shall on August 15, 2005 and the fifteenth of each month thereafter (or such later date as the University and Union mutually agree), remit the contribution due to the Fund for the immediately preceding month. The University shall have no obligations with respect to the Fund other than the obligation to make contributions as provided in this Article, except as may be provided by law. 17.4 The words elected, eligible compensation, and Electing Employees, are defined in, or to the extent not defined should be in accordance with, the appended Memorandum of Agreement dated November 8, 2000. The terms of such Agreement are controlling with respect to the application and interpretation of this Article 17. ARTICLE 18 Benefit Plans 18.1 The Union agrees that the University offered health, dental, retiree medical and life insurance plans, as well as volume discounts and flexible-spending accounts will apply to its members in their entirety for the duration of this collective bargaining agreement. Issues relating to the scope and application of the plans 15

will be determined solely by and in accordance with the procedures established in the benefit plan documents, as interpreted by the plan administrators. The University shall contribute toward health insurance an amount equal to 85% of the cost of the lowest priced health insurance plan offered by the University during a plan year for Area Trades bargaining unit employees whose annual Harvard salary is less than $70,000. 18.2 The University reserves the right to amend the above cited plans and the plan documents during the term of this Agreement; provided, however, that no future substantive economic amendments made to the plans will apply to the employees represented by the Union. ARTICLE 19 Joint Apprenticeship and Training Committee 19.1 There shall be a Joint Apprenticeship and Training Committee consisting of four members representing the Union and four members representing the University. Subject to the applicable provisions of the basic agreement, the Committee shall establish standards governing the qualifications, training, and upgrading of apprentices and shall evaluate matters concerning those who are enrolled in the pre-apprenticeship training program. 19.2 Members of the Joint Apprenticeship and Training Committee shall be selected by the party they represent. The Committee shall meet when called by either party. 19.3 In the event the Joint Apprenticeship and Training Committee is unable to resolve a dispute, the dispute shall be referred to the Union and the University for settlement. Any change in the basic agreement must be made by the Union and the University. ARTICLE 20 Stewards The Union shall notify the University of the names of the stewards and other accredited union representatives, and identify the work groups they represent. The University will allow a steward reasonable time off for Union business, and the steward will be paid by the University at the regular straight-time rate for such time lost from work during regular working hours while attending meetings with management representatives (but not in arbitration). Stewards will not interfere with the operations of the Department. In case of any trouble, except as prescribed by the grievance procedure, the steward shall notify immediately the appropriate Union official. 16

ARTICLE 21 Miscellaneous 21.1 There will be a Joint Safety Committee which will have Union-designated members. 21.2 Employees will be entitled to use University athletic facilities on the same basis as employees University-wide. ARTICLE 22 Training The Department will pay 100% of the costs of courses, training, skill upgrading and seminars whenever, in the sole opinion of management, such training is determined to be in the interests of its current or future operational needs. However, the costs of courses, training, license renewals, skill upgrades or any other activity necessary to maintain an existing license or certification required by an employee s job classification will not be covered by the Department. ARTICLE 23 Management Rights All rights and authority of the University are retained by the University, except to the extent that such rights are specifically and explicitly modified by the express provisions of this Agreement. No such rights or authority shall be deemed waived or modified unless the waiver or modification is in writing and signed by the University and the Union. Nothing in this section shall be construed to deny the right of the Union to institute action under the grievance and arbitration provisions of this Agreement in accordance with their terms. ARTICLE 24 Grievance Procedure 24.1 The purpose of this Article is to establish a procedure for the settlement of grievances, which involve the interpretation, and application of a specific provision of this Agreement. All such grievances will be handled as provided in this Article. 24.2 No grievance shall be considered under the grievance procedure unless it is presented as provided below. A grievance must be referred to the next step as provided below or the grievance will be considered settled on the basis of the last answer given. If a grievance is once settled in any of the following steps, it shall be considered closed and shall not thereafter be subject to the grievance procedure or to arbitration. Step 1: The aggrieved employee, with or without a Union representative, shall take the grievance to the Supervisor within seven (7) calendar days after the 17

circumstances giving rise to the grievance first occurred. The Supervisor shall give an answer within seven (7) calendar days. Step 2: If the grievance is not settled in Step 1, it shall be reduced to writing, signed by the aggrieved employee and the Union representative and presented to the Supervisor within seven (7) calendar days. The Supervisor shall add a written answer to the grievance and forward it to the appropriate Manager with a copy to the Union. The appropriate Manager or an authorized representative shall give a written answer within seven (7) calendar days after receipt of the grievance. If requested, a meeting will be held at Step 2 between Union and University representatives. Step 3: If the grievance is not settled in Step 2, it may be presented in writing by the Union to the Director of Labor and Employee Relations and to the Director of the Department or their designated representatives within seven (7) calendar days after receipt of the answer in Step 2. A meeting of University officials and Union representatives will be held within fourteen (14) calendar days after the receipt of the grievance in the Office of the Director of Labor and Employee Relations. Within fourteen (14) calendar days after this meeting, the answer for the University will be given in writing by the Director of Labor and Employee Relations or a designated representative. 24.3 If the nature of the grievance is such that it cannot be processed in Step 1 or Step 2 the grievance may be initiated in Step 3 by written request setting forth the grievance by a Union representative to the Director of Labor and Employee Relations and the Director of the Department or their designated representatives. The procedure set forth in Section 24.2 will then be followed. ARTICLE 25 Arbitration 25.1 If a grievance involving the interpretation and application of a specific provision of this Agreement has not been settled after being fully processed through the grievance procedure set forth in Article 24, then the Union may submit such grievance to arbitration by giving written notice thereof to the University not later than fourteen (14) calendar days after the completion of Step 3. The grievance shall be considered as having been settled in Step 3 unless it is so submitted to arbitration within such time limit. No questions relating to arbitrability shall be subject to arbitration hereunder. 25.2 The choice of arbitrators shall be by agreement of the parties. However, if such agreement has not been reached within seven (7) calendar days after the receipt of such written notice submitting the grievance to arbitration, the grievance may be referred by the Union to the American Arbitration Association for the selection of an arbitrator in accordance with the rules applicable to labor arbitration then obtaining of said Association or Service, as the case may be. Any arbitration hereunder shall be conducted in accordance with such rules, subject to the provisions of this Agreement. The parties shall share equally in 18

the compensation and expenses of the arbitrator. The award of the arbitrator on any grievance properly submitted hereunder shall be final and binding upon the parties. 25.3 Each grievance shall be separately processed in any arbitration proceeding under this Article unless the parties agree to consolidation. 25.4 There shall be no right to arbitration to obtain, and no arbitrator shall have any power to award or determine, any change in, modification or alteration of, addition to, or subtraction from any of the terms of this Agreement. ARTICLE 26 Light Duty Program 26.1 The University and the Union agree to establish a Light Duty Work Program in a deliberate effort to return employees on approved leave due to illness or injury to productive employment as early as medically possible. 26.2 The components of the Light Duty Work Program include: a. Temporary alternate work will be provided on a case by case basis. b. The employee s job duties and responsibilities will be modified to be consistent with the injured employee s physician and or independent medical examiner s medical documentation of restrictions. c. Upon receipt of the employee s medical clearance the injured employee s Supervisor, and the Disability Claims Unit will evaluate any restrictions, as determined by the employee s physician and then research opportunities for an appropriate temporary alternate work assignment. Such temporary alternative duties may include the employee s regular duties but on a reduced hours basis or alternative work assignments on a full or part-time basis. Employees participating in the Light Duty Program are required to accept any available alternate work assignment for which they are qualified and medically able to perform. If an employee refuses an alternative work assignment or if there is no temporary alternate work available, the employee will be instructed to return to work when such work exists or full-duty is possible, whichever comes first. d. Candidates for temporary alternate work assignments must be cleared medically for such assignments. Temporary alternate work will not last any longer than one hundred twenty (120) consecutive calendar days. Upon completion of a temporary alternate work assignment an employee shall either be returned to full duty status or returned to their former workers compensation status. 19

e. Alternate work assignments shall be restricted to work performed in and by the employee s bargaining unit. f. Employees participating in such alternate work assignment shall be compensated at his/her regular hourly rate of pay for all hours worked. ARTICLE 27 Family and Medical Leave Act (FMLA) and Massachusetts Small Necessities Leave Act (MSNLA) 27.1 Each employee has the right to one (1) unpaid leave of up to twelve (12) weeks within a twelve (12) month period to: (1) care for a newborn, a newly adopted or newly placed foster child, (2) care for an employee s child, spouse, or parent who has a serious health condition, (3) deal with a staff member s own serious health condition, (4) or care for an employee s spouse, son, daughter, parent or next of kin who is a covered military service member with a serious injury or illness; or (5) for a qualifying exigency arising out of the fact that the employee s spouse, son, daughter, or parent is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation; or (6) deal with any other condition covered by the Family and Medical leave Act of 1993, in a manner consistent with the provisions of the Act. 27.2 During such leave, the University shall maintain the employee s health benefits and the employee shall be responsible for their portion of any cost for such health insurance. 27.3 This leave shall run concurrently with any leave, including paid vacation and sick leave, granted by the University for the purposes of the Act. The Family and Medical Leave Act shall not be interpreted as diminishing any right regarding returning to work as provided in this Agreement. 27.4 An employee caring for an ill dependent may use up to six (6) sick leave days per year, as defined in Article 13.2. If more time is needed to continue caring for an ill dependent, the employee must exhaust his/her vacation time in order to access any remaining sick leave days, not to exceed nine (9) sick leave days. An employee who has no sick leave days remaining is limited to using only vacation or unpaid time. 27.5 Eligible employees may use up to twenty-four (24) hours of unpaid Massachusetts Small Necessities Leave (MSNLA) time during any 12-month period for any of the following purposes: 20

(a) to participate in school activities directly related to the educational advancement of an employee s son or daughter, such as parentteacher conferences or interviewing for a new school; (b) to accompany an employee s son or daughter to routine medical or dental appointments; (c) to accompany an employee s elderly relative to routine medical or dental appointments or appointments for other professional services related to the elder s care, such as interviewing at nursing or group homes; (d) to deal with any other condition covered by the MSNLA in a manner consistent with the provisions of the Act and the University s legal obligations. 27.6 Definitions for the purposes of this section are as follows: (a) elderly relative is an individual at least sixty (60) years old who is related by blood or marriage to the employee; (b) son or daughter is defined as a biological, adopted, or foster child, a stepchild, legal ward, or a child of a person standing in loco parentis, who is either under age eighteen (18) or older and incapable of self-care because of mental or physical disability; (c) eligible employee is one who has been employed for at least twelve (12) months and at least 1,250 hours during the 12-month period immediately preceding the leave. 27.7 Employees may elect to substitute any accrued vacation, personal time, or sick leave for unpaid MSNLA leave taken under this provision. 27.8 Employees must provide at least seven (7) days notice of MSNLA leave or, if the need for such leave is not foreseeable, such notice as is practicable. ARTICLE 28 Discipline 28.1 Any discharge or other disciplinary action under this Agreement (other than of a probationary employee) shall be subject to the grievance and arbitration provisions of this Agreement in accordance with their terms. 28.2 An employee who reasonably believes an interview with a member of management may result in discipline or discharge will, upon request either before or during the interview, be permitted to have an accredited union representative present at the interview. An employee will be notified prior to a scheduled interview if it is anticipated that discipline or discharge may result from the interview. 21

ARTICLE 29 Legal Conflicts If any applicable Federal or State law or any applicable court or administrative order or ruling conflicts with any provision of this Agreement, the provision so affected shall be made to conform to the law, order or ruling, and otherwise the Agreement shall continue in full force and effect. ARTICLE 30 Total Disability Plan All employees must participate in the University s Long Term Disability Plan as a condition of employment. Required employee contributions to that Plan will be deducted from each employee s paycheck. ARTICLE 31 Wages 31.1 The minimum straight-time hourly wage rates set forth below are effective as of the dates indicated and reflect the following agreed upon wage increases: The percentage increases, and corresponding regular hourly rates set forth in this article for years 3 through 5 (July 1, 2013 July 1, 2015) are targeted increases and rates and may not reflect the actual hourly rate during that year. The actual hourly rate will be adjusted using a CPI-U Inflator by applying a 50% multiplier to the difference between the targeted increases and the percentage change indicated by the prior 12 months of the Consumer Price Index All Urban Consumers (Boston) (CPI-U-Boston), May posting. 22

Classification (1) Year 2 Year 3* Year 4* Year 5* Classification Current Day's work 7/1/2011 1/1/2012 7/1/2012 7/1/2013 7/1/2014 7/1/2015 Category Rate (in hours) 1% 1% 2.5% 2.6% 2.7% 2.8% consists of: Maintenance Electrician $33.30 $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 Fire Electrician $33.30 $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 Utility Operator $33.30 $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 High Tension Electrician $34.42 $34.76 $35.11 $35.99 $36.93 $37.93 $38.99 High Tension Technician $40.12 $40.52 $40.93 $41.95 $43.04 $44.20 $45.44 Generator Tech $40.12 Eight and One- $40.52 $40.93 $41.95 $43.04 $44.20 $45.44 Automation Electrician 1 $33.30 Half $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 0 0 0 0 0 0 Maintenance Operator $33.30 Straight 8 $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 Chiller Operator $33.30 Straight 8 $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 Boiler Mechanic 2 $33.30 Year 1 or CPI-U Inflator Eight and One- Half $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 Operator 3 $27.30 Straight 8 $27.57 $27.85 $28.55 $29.29 $30.08 $30.92 Fleet Mechanics Lead $36.45 $36.81 $37.18 $38.11 $39.10 $40.16 $41.28 Master $31.20 $31.51 $31.83 $32.63 $33.48 $34.38 $35.34 ASE III $28.95 $29.24 $29.53 $30.27 $31.06 $31.90 $32.79 ASE II $26.71 $26.98 $27.25 $27.93 $28.66 $29.43 $30.25 ASE I (B) $24.45 Eight and One- $24.69 $24.94 $25.56 $26.22 $26.93 $27.68 Assistant 4 $16.97 Half $17.14 $17.31 $17.74 $18.20 $18.69 $19.21 PTS Driver (Passenger Transport Driver w/cdl) 5 $22.40 Eight and One- Half $22.62 $22.85 $23.42 $24.03 $24.68 $25.37 23

Year 1 Year 2 Year 3* Year 4* Year 5* Classification Current Day's work 7/1/2011 1/1/2012 7/1/2012 7/1/2013 7/1/2014 7/1/2015 Category Rate (in hours) 1% 1% 2.5% 2.6% 2.7% 2.8% consists of: Classification (1) or CPI-U Inflator Part Time PTS Driver (Passenger Transport Driver w/cdl) Start $16.80 $16.97 $17.14 $17.57 $18.03 $18.52 $19.04 After 1 Year $19.04 $19.23 $19.42 $19.91 $20.43 $20.98 $21.57 After 2 Years $21.29 Eight and One- $21.50 $21.72 $22.26 $22.84 $23.46 $24.12 After 3 Years 6 $22.40 Half $22.62 $22.85 $23.42 $24.03 $24.68 $25.37 PTS Driver (Passenger Transport Driver no CDL) 7 $19.94 Straight Eight (evening) Eight and One- Half (day) $20.14 $20.34 $20.85 $21.39 $21.97 $22.59 Part Time PTS Driver (Passenger Transport Driver no CDL) Straight Eight (evening) Eight and One- Half (day) Start $14.94 $15.09 $15.24 $15.62 $16.03 $16.46 $16.92 After 1 Year $16.94 $17.11 $17.28 $17.71 $18.17 $18.66 $19.18 After 2 Years $18.93 $19.12 $19.31 $19.79 $20.30 $20.85 $21.43 After 3 Years 8 $19.94 $20.14 $20.34 $20.85 $21.39 $21.97 $22.59 Driver I (Delivery Driver II, Stockroom Driver) 9 $21.57 Eight and One- Half $21.79 $22.01 $22.56 $23.15 $23.78 $24.45 Recycling Services Driver 10 $23.91 Eight and One- Half $24.15 $24.39 $25.00 $25.65 $26.34 $27.08 VIP Driver 11 $24.45 Eight and One- Half $24.69 $24.94 $25.56 $26.22 $26.93 $27.68 Lead Delivery Driver 12 $24.10 Eight and One- Half $24.34 $24.58 $25.19 $25.84 $26.54 $27.28 24

Classification (1) Year 1 Year 2 Year 3* Year 4* Year 5* Classification Current Day's work 7/1/2011 1/1/2012 7/1/2012 7/1/2013 7/1/2014 7/1/2015 Category Rate (in hours) 1% 1% 2.5% 2.6% 2.7% 2.8% consists of: or CPI-U Inflator Property MaintenanceWorker I (hired BEFORE 06/01/93) After 3 Years $21.53 $21.75 $21.97 $22.52 $23.11 $23.73 $24.39 Property Maintenance Worker I (hired AFTER 06/01/93) Start $15.43 $15.58 $15.74 $16.13 $16.55 $17.00 $17.48 After 6 months $16.54 $16.71 $16.88 $17.30 $17.75 $18.23 $18.74 After1 Year $17.56 $17.74 $17.92 $18.37 $18.85 $19.36 $19.90 Property Maintenance Worker II $22.40 Eight and One- $22.62 $22.85 $23.42 $24.03 $24.68 $25.37 Horticulturist 13 $28.95 Half $29.24 $29.53 $30.27 $31.06 $31.90 $32.79 Workstation Operator A $33.30 $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 Workstation Operator B $27.64 $27.92 $28.20 $28.91 $29.66 $30.46 $31.31 Dispatcher 14 $23.04 Straight 8 $23.27 $23.50 $24.09 $24.72 $25.39 $26.10 HVAC Worker 15 $22.56 Half $22.79 $23.02 $23.60 $24.21 $24.86 $25.56 Plumber 16 $33.30 Half $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 Locksmith 17 $33.30 Half $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 Steamfitter 18 $33.30 Half $33.63 $33.97 $34.82 $35.73 $36.69 $37.72 25

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31.2 An employee who is promoted into a new classification that has wage step increases shall be placed at the step of the new classification necessary to provide a wage increase. Nothing in this article shall prevent the University from granting increases more frequently if, in the judgment of management, they are merited. 31.3 Employees in the Working Foreperson classification are to take charge of any job at their regular pay. 31.4 When several employees work together as a group and the supervisor considers that a Working Foreperson is needed for a particular job, the supervisor may designate one of the crew as a temporary Working Foreperson. In such cases, and also whenever an employee is in charge of five (5) employees besides himself or herself, the employee shall receive the appropriate Working Foreperson rate for the job. ARTICLE 32 No Strikes or Lockouts During the life of this Agreement, there shall be no strikes, walkouts, stoppages of work, sit-downs, slowdowns, boycotts, picketing or any other direct or indirect interference with the University's operations. Any employee who violates this Article shall be subject to disciplinary action including discharge. The University agrees that there shall be no lockouts during the life of this Agreement. ARTICLE 33 Duration and Amendment of Agreement 33.1 This Agreement shall become effective on December 8, 2010 for a period of five years beginning with said date (the expiration date of said period being defined as the "normal expiration date"), and shall remain in effect thereafter unless and until it is terminated by either the University or the Union upon at least thirty (30) days' written notice of termination given to the other and specifying the date of termination (which shall not be prior to the normal expiration date). Such termination notice may be given either prior to or after the normal expiration date. Either party desiring to negotiate changes in this Agreement shall notify the other in writing at least ninety (90) days prior to the normal expiration date, but such negotiating notice shall not serve to terminate this Agreement. 33.2 Any amendment to the Agreement must be executed by a representative of each signatory union, and any ratification votes will be by the unit as a whole. 27

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Side Letters and Memoranda 29

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This Memorandum of Understanding is valid through the term of the current Agreement between Harvard University and the Unions. 41

May 24, 1990 Mr. Harvey Fleitman Mr. Andris J. Silins Business Agent Business Manager Plumbers and Gasfitters, Boston District Council Local Union 12 of Carpenters 1240 Massachusetts Ave. 25 Drydock Avenue Boston, MA 02125 Boston, MA 02210 Mr. Richard Gambino Mr. Allen R. McWade Business Agent President & Business Manager International Brotherhood of International Union of Electrical Workers, Operating Engineers, Local 103 Local 877, AFL-CIO 256 Freeport Street 89 Access Road, Unit 4 Dorcester, MA 02122 Norwood, MA 02062-5233 Dear Mr s. Fleitman, Gambino, Silins, and McWade: If the layoff of bargaining unit employees would be the direct result of implementing a decision by the University to contract out maintenance work normally performed by bargaining unit employees, the University will not contract out such work. Sincerely, Signature on file in Labor Relations, OHR Vivienne A. Rubeski 42

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INDEX Accident Pay...9 Arbitration...18 Benefit Plans...15 Check-Off...3 Discipline...21 Duration and Amendment of Agreement...27 Excused Absences...11 Family and Medical Leave Act (FMLA)...20 Grievance Procedure...17 Holidays...8 Job Openings...12 Joint Apprenticeship and Training Committee...16 Layoff and Recall...12 Legal Conflicts...22 Light Duty Program...19 Management Rights...17 Massachusetts Small Necessities Leave Act (MSNLA)...20 Miscellaneous...17 No Strikes or Lockouts...27 Occupational Safety and Health...9 Overtime and Premium Pay...4 Pension Plan...15 Personal Illness or Injury...10 Probationary Period...3 Recognition of the Union...1 Side Letters...29 Stewards...16 Total Disability Plan...22 Training...17 Travel...6 Union Membership...2 University Students...2 Vacations...7 Wages...22 Work Schedules...3 44

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